Talent & Development Manager

In this Talent and Development Manager role, you will support and coordinate the delivery of Barclays’ talent management strategy, working across the Talent and Development team to manage key talent cycles and programmes. You will be executing end-to-end talent management processes, from talent development and retention to leadership assessment. You’ll also contribute to the design and implementation of the Talent Excellence (TE) programme, helping to set standards and ensure consistency across Barclays business.

You will act as a key partner in driving leadership and executive development projects, supporting succession planning and talent development activities. Your ability to manage multiple programmes, apply analytical thinking, and communicate effectively will be essential. This role is ideal for someone with practical experience in talent management, learning and development, and leadership assessment—particularly in environments where talent strategy is embedded into business operations.

To be successful as a Talent and Development Manager you should have experience with:

• Demonstrated experience in delivering end-to-end talent management processes.

• Proven ability to manage multiple programmes simultaneously with organisational and multitasking skills.

• Analytical mindset with attention to detail and the ability to interpret and present data-driven insights.

• Experience supporting leadership development, succession planning, and talent assessment initiatives.

• Excellent communication skills, with the ability to collaborate effectively across teams and present information clearly.

You may be assessed on the key critical skills relevant for success in role, such as risk and controls, change and transformation, business acumen strategic thinking and digital and technology, as well as job-specific technical skills.

Your role will be located from our Glasgow office.

Purpose of the role

To design and implement programmes and initiatives that support the growth and development of the bank’s employees and leaders. 

Accountabilities

• Development and implementation of training and development programmes and initiatives, including creation and execution of training sessions, workshops, and other learning opportunities.
• Collaboration with HR and hiring managers to analyse the current and future development needs of the organisation.
• Design and delivery of classroom and digital based training content, programmes and associated User Experience.
• Management of onboarding programmes including training, onboarding materials, introduction meetings and providing support throughout the onboarding process.
• Analysis of data and metrics to measure success of talent development programmes and initiatives.
• Development and implementation of coaching and mentoring programmes, train the trainer programmes for facilitators and relevant educational materials.
• Develop and implement talent pipelining processes, identifying, managing, progressing and promoting talent capability across the bank with succession management and career progression’.

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship – our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset – to Empower, Challenge and Drive – the operating manual for how we behave.